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Organizational culture and the renewal of competences

FLEURY, Maria Tereza Leme
Fonte: Associação Nacional de Pós-Graduação e Pesquisa em Administração Publicador: Associação Nacional de Pós-Graduação e Pesquisa em Administração
Tipo: Artigo de Revista Científica
ENG
Relevância na Pesquisa
46.28%
Culture and competence are fairly well-known topics; both are part of the academic agenda and are widely discussed in day-to-day debates within organizations. However, the interactions between these two concepts and their interdependence are yet to be analyzed. Those are areas of organizational phenomena that might be complementary or even be contradictory. The aim of this paper is to discuss the relationship between these two subjects. Does organizational culture enhance or jeopardize the development of new competences? Is it possible for an organization to develop new competences while keeping its core values? This paper proposes an initial incursion into this debate, revisiting the concept of culture and cross checking it with the concept of competence; two case studies of Brazilian firms are presented in order to illustrate this debate

Características da cultura organizacional sob a óptica da cultura nacional: estudo etnográfico no Banco do Brasil S.A.; Characteristics of the culture organizational under the optics of the national culture: study ethnography in the Bank of Brazil S.A.

Santos, Fabrício Fernando Foganhole dos
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Dissertação de Mestrado Formato: application/pdf
Publicado em 30/01/2006 PT
Relevância na Pesquisa
46.46%
Esta dissertação aborda os temas antropologia e administração em relação ao conceito de cultura. Na revisão da literatura são levantadas as influências da cultura na administração de empresas; as dimensões de valores culturais; os principais autores e considerações sobre a cultura organizacional; as dimensões de valores culturais, os traços e as características da cultura nacional brasileira. Metodologicamente é uma pesquisa de natureza antropológica, exploratória, descritiva e qualitativa em que se utilizou o método da etnografia. A análise etnográfica foi realizada por meio da observação participante e de entrevistas em profundidade com um roteiro básico. As entrevistas foram gravadas e transcritas para então ser realizada a análise com o auxilio do software ATLAS/ti. Por meio do referencial bibliográfico e da metodologia explicitada, esta pesquisa procurou mapear a cultura organizacional do Banco do Brasil S.A. a partir da análise do ambiente institucional e quinze entrevistas com os grupamentos de responsabilidade de quatro agências bancárias de tal instituição. Estes grupamentos de responsabilidade abrangem os diferentes níveis hierárquicos existentes na estrutura organizacional de uma agência bancária da empresa. A escolha dos entrevistados levou em consideração diferenças demográficas e profissionais e as agências foram distribuídas entre as regiões brasileiras...

Violência psicológica na cultura organizacional: representações em artigos de periódicos científicos nacionais de 2002 a 2012; Psychological violence in organizational culture: representations of national articles in scientific journals from 2002 to 2012

Barboza, Maria Teresa
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Dissertação de Mestrado Formato: application/pdf
Publicado em 25/04/2014 PT
Relevância na Pesquisa
56.43%
O cenário da cultura contemporânea inclui elementos diversos, ao mesmo tempo raízesprodutos da complexidade da teia social globalizada neoliberalista, tecida num contexto temporal- paradigmático de transição. Imperam, dentre outros aspectos: operacionalização incessante de uma cultura de urgências mediante o racionalismo instrumental capitalista, volatilidade, individualismo, fragmentação, competição exacerbada, consumismo desenfreado a esmo, violência social, violências psicológicas (visíveis e invisíveis) e culto à alta performance. Tal panorama pode exercer influências significativas na esfera das organizações, na Cultura Organizacional das instituições-espaço de trabalho e na saúde psíquica do trabalhador. O objetivo geral da pesquisa concentra-se em identificar características da cultura contemporânea, em especial da Violência Psicológica na Cultura Organizacional, enunciadas nos periódicos científicos brasileiros de 2002 a 2012, referentes às áreas de Administração, Psicologia e Multidisciplinares. Para a consecução do estudo, foi eleita a pesquisa qualitativa, com estratégia metodológica da análise de conteúdo, tendo como conteúdo os artigos de periódicos científicos. A coleta de dados foi executada no ano de 2013 por meio das bases de dados Web of Science...

Cultura organizacional e vivências de prazer e sofrimento no trabalho de profissionais de enfermagem de um hospital filantrópico do interior do Estado de São Paulo; Organizational culture and pleasure-suffering at work of a public hospital nursing workers in Sao Paulo State

Garcia, Alessandra Bassalobre
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Dissertação de Mestrado Formato: application/pdf
Publicado em 18/08/2014 PT
Relevância na Pesquisa
36.49%
A cultura representa o conhecimento, a moral e as normas que regem o comportamento social. As organizações possuem os seus próprios sistemas culturais, compostos por uma estrutura de valores e práticas que condicionam o comportamento de seus membros, o que representa a cultura organizacional. O homem, inserido no ambiente de trabalho, não passa imune às imposições da cultura de uma organização, o que pode abalar sua saúde mental, principalmente quando o trabalho já envolve desgastes inerentes à profissão, como a de enfermagem. Considerando a relação entre sujeito e trabalho, compreende-se o trabalho como elemento central nos processos de subjetivação do homem, capaz de proporcionar prazer e sofrimento aos trabalhadores. Assim, o objetivo desta pesquisa foi analisar a relação entre a cultura organizacional e as vivências de prazer e de sofrimento no trabalho dos profissionais de enfermagem de um hospital filantrópico. Trata-se de um estudo descritivo correlacional, transversal, com abordagem quantitativa, baseado no referencial teórico da Psicodinâmica do Trabalho e da Cultura Organizacional. O estudo foi realizado em um hospital filantrópico de alta complexidade do interior de São Paulo. Participaram 26 enfermeiros e 188 técnicos e auxiliares de enfermagem. Os dados foram coletados nos meses de janeiro e fevereiro de 2013 por meio da aplicação de três instrumentos: instrumento de caracterização profissional...

Analyzing the impact of HRM Systems on the organizational climate, culture and outcomes: The mediating role of HMR Strength, organizational climate and culture

Henriques, Paulo Lencastre Torres Gonçalves
Fonte: NSBE - UNL Publicador: NSBE - UNL
Tipo: Dissertação de Mestrado
Publicado em /01/2014 ENG
Relevância na Pesquisa
46.39%
A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics; It is the propose of this study to (1) analyze the impact of the Human Resource Management (HRM) content (i.e. practices) in the organizational climate, culture, and performance; (2) assess the influence of the HRM process (i.e. HRM Strength) as a mediator in the link between HRM content and the organizational climate, culture, and performance; and (3) investigate the mediating roles of climate and culture in the HRM-performance link. The proposed model was tested using a sample of 80 questionnaires, where 63 were responses from non-supervisory employees and 17 from supervisors, from 2 Hospitals. HRM practices were grouped into 4 bundles, through an exploratory factor analysis – Training, Internal Recruitment, Merit Compensation, and Participation & Job Stability. From these HRM bundles, Merit Compensation and Participation & Job Stability, were shown to have a significant impact on proximal outcomes. Specifically, Participation & Job Stability was associated with Organizational Citizenship Behavior, Merit Compensation was associated with Work Engagement, and both HRM bundles were associated with Innovative Behavior. The mediation effect was only visible in the case of Innovation & Flexibility and Reflexivity for the relation between Merit Compensation and Innovative Behavior...

Organizational culture and the renewal of competences

Fleury,Maria Tereza Leme
Fonte: ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração Publicador: ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/03/2009 EN
Relevância na Pesquisa
46.28%
Culture and competence are fairly well-known topics; both are part of the academic agenda and are widely discussed in day-to-day debates within organizations. However, the interactions between these two concepts and their interdependence are yet to be analyzed. Those are areas of organizational phenomena that might be complementary or even be contradictory. The aim of this paper is to discuss the relationship between these two subjects. Does organizational culture enhance or jeopardize the development of new competences? Is it possible for an organization to develop new competences while keeping its core values? This paper proposes an initial incursion into this debate, revisiting the concept of culture and cross checking it with the concept of competence; two case studies of Brazilian firms are presented in order to illustrate this debate

Patterns of discrepancy in perceptions of workgroup and organizational cultures and their relationships to well-being, commitment and organizational citizenship behavior

Shoham, Amir
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
EN
Relevância na Pesquisa
36.5%
La culture organisationnelle influence la manière dont les organismes relèvent les défis externes auxquels elle fait face et façonnent les comportements normatifs de leurs membres. Des études portant sur le degré d’acceptation et d’adoption d’une culture organisationnelle indiquent une grande variance en fonction de multiples facteurs (p. ex. : l’âge, l’occupation, la hiérarchie, etc.) et leurs liens aux résultats subséquents. Différentes évaluations culturelles considèrent les sondages d’auto-évalulation comme étant des moyens acceptables de créer des liens entre les perceptions et les résultats. En effet, ces instruments mesurent les croyances, les suppositions et les valeurs d’une personne, mais l’un des facteurs pouvant compromettre les réponses est le manque de cadre de référence. Un des objectifs de l’étude est de déterminer la manière dont la mesure des perceptions culturelles est reliée à la contextualisation des questions du sondage. À l’aide de deux orientations, nous tentons de déterminer si les perceptions de la culture en lien avec l’organisation entière sont différentes de celles en lien avec le groupe de travail immédiat. De plus, l’étude explore la manière dont les différences algébriques entre les perceptions des deux référents sont simultanément reliées au bien-être psychologique au travail...

The key role of organizational culture in a multi-system view of technology-driven change

Cabrera, Ángel; Cabrera, Elizabeth F.; Barajas, Sebastián
Fonte: Elsevier Publicador: Elsevier
Tipo: Artigo de Revista Científica Formato: text/plain; application/pdf
Publicado em /06/2001 ENG
Relevância na Pesquisa
46.38%
Organizations undergoing technology-driven change must understand that technology is only one of several inter-related components which drive organizational performance. A multi-system perspective of organizations highlights the interdependencies between an organization's technology, structure and culture and how these affect organizational processes and behaviors. Successful technological innovations require that either the technology be designed to fit the organization's current structure and culture or that the organizational structure and culture be reshaped to fit the demands of the new technology. Thus, the desired effects of new technology are most often realized in organizations able to implement the additional changes that are required to maintain overall fit. To illustrate these issues, this paper presents a case study based on a technology-driven change in a Turkish financial organization. Special attention is given to the role of organizational culture, which is often cited as the most critical factor in successful technology assimilation

Analysis of contracting processes and organizational culture at Naval Air Systems Command

Kovack, Christopher T.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xviii, 115 p. ;
Relevância na Pesquisa
46.39%
This study assesses contracting process capabilities at Naval Air Systems Command (NAVAIR) in Patuxent River, Maryland, using the Contract Management Maturity Model (CMMM). The primary purpose of this study is to analyze NAVAIR's contracting processes to identify key process area strengths and weaknesses and to provide a roadmap for improvement. This study also focuses on assessing organizational culture at the NAVAIR Contracting Directorate. Several studies have shown that organizational factors, such as organizational culture, are strong determinants of performance. Other studies have shown that when an organization is dominated by a culture type, the most effective leaders are those that demonstrate a matching leadership style. This study uses the Organizational Culture Assessment Instrument (OCAI) to identify the organization's current and preferred culture type as viewed by the leadership at the organization. The results will provide the NAVAIR leaders an awareness of culture type so they can match their leadership style to the assessed culture for optimum performance.; US Navy (USN) author.

Organizational culture, organizational climate, and collaborative capacity for planning

Wichinsky, Lillian Rindom
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
46.49%
The objective of this study was to investigate the relationship of organizational culture and organizational climate on participant perceptions of collaborative capacity for planning, within the context of the Florida School Readiness Coalitions (FSRCs). Three hypotheses were proposed for study: First, that organizational culture would be correlated to organizational climate; second, that organizational culture would be correlated to collaborative capacity for planning; and the third that organizational climate would be correlated to collaborative capacity for planning. ^ A cross-sectional survey research design was used to obtain data from participants in 25 Florida School Readiness Coalitions. Pearson product-moment correlations were used to examine the association between the dependent variable, collaborative capacity for planning, and the independent variables, organizational culture and climate. Bivariate analyses revealed a significant level of association for five culture indicators to collaborative capacity for planning: motivation, interpersonal, service, supportive and individualistic indicators, and four climate indicators: cooperation, job satisfaction, organizational commitment, and role clarity. Findings suggest (a) a constructive culture and positive climate were present within the FSRCs during the period of study and (b) participants perceived that the collaborative capacity for planning existed. Hierarchical multiple regression...

The Matrix System at Work : An Evaluation of the World Bank's Organizational Effectiveness

Independent Evaluation Group
Fonte: Washington, DC: World Bank Publicador: Washington, DC: World Bank
Tipo: Publications & Research :: Publication; Publications & Research :: Publication
ENGLISH; EN_US
Relevância na Pesquisa
46.27%
The 1997 Bank reforms that introduced the matrix management concept aimed to adapt the organization to changing circumstances and address concerns among external stakeholders about the role of aid in development. The reforms were motivated largely by widespread recognition that the Bank's development programs were excessively driven by a culture of lending, with insufficient attention to client needs and the quality of results, which are crucial to development effectiveness. A previous round of reforms in 1987 had strengthened the country focus, but quality remained a concern. Furthermore, access of developing countries to development finance from the private sector had increased significantly, leading to a decreasing share of official development aid, including Bank financing, in total flows to developing countries. This trend has continued after slight interruption by the Asian financial crisis. In 1987, World Bank lending represented 15 percent of all external financing for developing countries. By 2002 Bank lending had declined to 4 percent of external financing (organizational effectiveness task force: final report...

Culture organisationnelle et supervision abusive

Adangnito, Christine
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
FR
Relevância na Pesquisa
46.42%
L’objectif principal de ce mémoire est d’identifier les antécédents organisationnels de la supervision abusive. Alors, un modèle intégrant la culture organisationnelle a été élaboré. Les données primaires recueillies par l’Équipe de Recherche sur le Travail et la Santé Mentale (l’ERTSM) auprès de 2162 employés de 63 établissements au Québec de septembre 2009 à mai 2012 ont permis de tester nos hypothèses. Les analyses multiniveaux réalisées corroborent une relation significative entre la culture organisationnelle et la supervision abusive. Les résultats ont montré que la culture de performance est positivement reliée à la supervision abusive contrairement à la culture de relations sociales. Aussi, ces analyses révèlent que certains subordonnés seraient plus enclins à rapporter de la supervision abusive que d´autres. Enfin, d’autres caractéristiques organisationnelles comme la taille de l’établissement pourraient être associées à la supervision abusive.; The main objective of this thesis is to identify the organizational antecedents of abusive supervision. A model incorporating organizational culture was thus developed. The data collected by l’Équipe de Recherche sur le Travail et la Santé Mentale (l’ERTSM) with 2162 employees from 63 organizations located in Quebec from September 2009 to May 2012 was used to test our hypotheses. The linear multilevel models supported a significant relationship between organizational culture and abusive supervision. The results suggest that the performance culture positively affects abusive supervision. In contrast...

Cultura e comunicação nas organizações complexas; Culture and communication in complex organizations

Silva, Rose Mendes da; Nogueira, Maria Francisca Magalhães
Fonte: Aldo de Albuquerque Barreto; brasil Publicador: Aldo de Albuquerque Barreto; brasil
POR
Relevância na Pesquisa
46.31%
v. 14, n. 5, out. 2013; Culture and society are in constant and continuous transformation. Constant intrinsic relationship between culture and society influences one another. These relationships are implicated interactions between individuals who build society they themselves are bearers and transmitters of culture. These are the ones who with their individual cultures integrate corporations help forming an organizational culture and making them even more complex. Communication is closely attached to individuals and organizations. The process of organizational communication must take all these factors into account.; Cultura e sociedade estão em constante e contínuo processo de transformação. Por manterem relações intrínsecas, uma influencia a outra. Nestas relações estão implicadas as interações entre os indivíduos formadores da sociedade, que são, eles próprios, portadores e transmissores de cultura. Os mesmos que integram as organizações, com suas culturas individuais, contribuindo para compor a cultura das organizações e para torná-las ainda mais complexas. A comunicação é inerente aos indivíduos e às organizações. O processo de comunicação organizacional deve levar todos estes fatores em conta.

Relación entre el clima organizacional y el desempeño laboral de los funcionarios de la Fuerza Naval del Caribe – Armada Nacional; Relationship between organizational climate and work performance of staff of the Colombian Navy Caribean

González Alfonso, Ruth Marina; García Carvajal, Santiago
Fonte: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia Publicador: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia
Tipo: bachelorThesis; Trabajo de grado Formato: pdf; pdf
SPA
Relevância na Pesquisa
46.08%
En este trabajo se desarrollo una investigación basada en analizar la relaciòn que existe el clima organizacional y el desempeño laboral de los funcionarios de la Fuerza Naval del Caribe institución que hace parte de la Armada Nacional de Colombia. Se realizó un analisis de variable, tomando para el estudio del estado del clima organizacional las variables orientación al mercado, motivación, comunicación, toma de decisiones y recursos humanos y para el estudio del desempeño laboral se analizaron las variables actitud de servicio, entrega de resultados, errores en los resultados, liderazgo entre los subordinados y la disposición para colaborar.; In this paper a research based on analyzing the relationship organizational climate and work performance of the staff of the Naval Force of the Caribbean institution that is part of the Navy of Colombia was developed. An analysis variable , taking to the study of the state of organizational climate variables exposure to the market, motivation, communication , decision making and human resources for the study of job performance variables attitude of service delivery outcomes were analyzed Was conducted errors in the results , leadership among subordinates and disposition to collaborate .

la ética y cultura organizacional como factores de cambio en la contabilidad pública de las entidades territoriales del estado; ETHICS AND ORGANIZATIONAL CULTURE AS FACTORS OF CHANGE IN THE PUBLIC ACCOUNTING OF THE LOCAL AGENCIES OF STATE

López Trejos, Carlos Alfonso; Bonilla, Pedro Lucio
Fonte: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Contaduría Pública Publicador: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Contaduría Pública
Tipo: bachelorThesis; Trabajo de grado Formato: pdf; pdf
SPA
Relevância na Pesquisa
46.16%
La contabilidad pública en nuestro país y sobre todo en las entidades territoriales del Estado, carece de principios y valores éticos que conocen y es deber de la práctica por parte de los funcionarios responsables de la función pública. La causa: las malas costumbres y los intereses particulares que afectan el entorno organizacional. De acuerdo a esto, se hace necesario el recuperar y establecer una nueva cultura organizacional en el sistema contable público, partiendo de las bases éticas que ayuden de una forma sistemática y continua, el obtener una información financiera confiable y transparente.; The public accounting in our country and especially in the territorial entities of the state, he lacks beginning and ethical values that know and is of the duty the practice on the part of the civil servants responsible for the public function. The reason: The bad customs and the particular interest that affect the environment organizational. In agreement to this, it becomes necessary to recover and to establish a new culture organizational in the countable public system, departing from the ethical bases that help with a systematic and constant form, to obtain afinancial reliable and transparent information.

Modelo de conciencia ambiental y su importancia en la cultura organizacional de Biomax S.A; Environmental awareness model and its importance in organizational culture Biomax S.A.

Ortega Avellaneda, RocÍo del Pilar; García Carvajal, Santiago
Fonte: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia Publicador: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia
Tipo: bachelorThesis; Trabajo de grado Formato: pdf; pdf
SPA
Relevância na Pesquisa
46.29%
El presente trabajo de grado titulado el modelo de conciencia ambiental y su importancia en la cultura organizacional de Biomax presenta un análisis de la incidencia de dichos factores sobre el comportamiento y las acciones que apropian los colaboradores de la organización en pro del medio ambiente. Se eligió a Biomax S.A. como organización de estudio, teniendo en cuenta el impacto ambiental que ésta representa por su tipología empresarial que la caracteriza como distribuidora de combustibles líquidos derivados del petróleo, lo cual a su vez le exige en un mayor nivel ajustar sus prácticas organizacionales hacia el cumplimiento de la responsabilidad social empresarial. Para ello, se llevó a cabo una construcción teórica que permitió determinar los conceptos claves para el desarrollo de la investigación como son la cultura, organizacional, conciencia ambiental y Responsabilidad Ambiental Empresarial y cómo se enmarcan en la sostenibilidad. Se percibió además la necesidad que desde las organizaciones se traten con más profundidad y cabalidad temas como este que impactan a toda la sociedad...

The response to Hurricane Katrina : a study of the Coast Guard's culture, organizational design & leadership in crisis

Sanial, Gregory J
Fonte: Massachusetts Institute of Technology Publicador: Massachusetts Institute of Technology
Tipo: Tese de Doutorado Formato: 111 p.
ENG
Relevância na Pesquisa
46.02%
Hurricane Katrina slammed into the United States Gulf Coast early on August 28, 2005 killing almost 2,000 people and causing $81 billion in damages making Katrina the costliest natural disaster in United States history. The sheer magnitude of the devastation and destruction in New Orleans and the surrounding area remains incomprehensible to many disaster planners. The subsequent response to the destruction and needs of those caught in the storm's wake resulted in widespread criticism of local, state, and federal organizations and governments. One agency that received widespread praise for its response to Katrina was the United States Coast Guard. The Coast Guard rescued well over 30,000 people immediately following the storm and, later, after much criticism forced the head of the federal government's response effort to resign, President Bush placed a Coast Guard Vice Admiral in charge of the response efforts. Why was the Coast Guard so successful in its response to Hurricane Katrina when virtually every other organization failed? Why did the President turn to a Coast Guard Vice Admiral to coordinate the federal government's response when others had failed?; (cont.) This thesis examines the Coast Guard's Culture, Organizational Design...

Ciencia del Diseño en proyectos de innovación educativa y cambio de cultura organizacional

Edwards Schachter, Mónica E.; González Cruz, Mª Carmen; Gómez-Senent, Eliseo
Fonte: Conselho Superior de Investigações Científicas Publicador: Conselho Superior de Investigações Científicas
Tipo: Comunicación de congreso Formato: 176303 bytes; application/pdf
SPA
Relevância na Pesquisa
46.1%
3 figures, 12 pages; [EN] In this communication the contribution of Project Science in designing and implementation of projects associated to the educational innovation is explored. The framework focuses on the relations between a general theory of Design Science, educational innovation and culture organizational change in universities. A set of projects developed with these purposes at the Polytechnic University of Valencia and within the European Higher Education Area (EHEA) is analysed as particular case. Limitations and weakness detected in these projects are indicated from the Theory of the Six Dimensions approach. Finally, it comments on the need for addressing theoretical developments in Design science that integrates hard and soft paradigms with technical, cognitive, social, cultural and organizational scopes.; [ES] En esta comunicación se explora la contribución de la Ciencia del Proyecto en el diseño e implementación de proyectos asociados a la innovación educativa. El marco de análisis se focaliza en las relaciones entre una teoría general de la ciencia del diseño, la innovación educativa y el cambio de cultura organizacional en el ámbito universitario. Como caso particular, se considera un conjunto de proyectos desarrollados con estas finalidades en la Universidad Politécnica de Valencia y dentro del Espacio Europeo de Educación Superior (EEES). Se señalan algunas limitaciones y debilidades detectadas en estos proyectos desde la perspectiva de análisis de la Teoría de las Seis Dimensiones. Finalmente...

Ambiente favorável ao desenvolvimento de inovações e cultura organizacional: integração de duas perspectivas de análise; Entorno favorable al desarrollo de innovaciones y cultura organizacional: integración de dos perspectivas de análisis; A favorable environment for the development of innovations and organizational culture: integration of two analytical perspectives

Machado, Denise Del Prá Netto; Carvalho, Luciano Castro de; Heinzmann, Lígia Maria
Fonte: Universidade de São Paulo. Faculdade de Economia, Administração e Contabilidade Publicador: Universidade de São Paulo. Faculdade de Economia, Administração e Contabilidade
Tipo: info:eu-repo/semantics/article; info:eu-repo/semantics/publishedVersion; Artigo Avaliado pelos Pares Formato: application/pdf
Publicado em 01/12/2012 POR
Relevância na Pesquisa
46.36%
El objetivo en este trabajo fue proponer una perspectiva de análisis del entorno favorable a la innovación con la incorporación de la variable cultura organizacional. Se tiene como base del análisis la adaptación de la metodología propuesta por Van de Ven, Angle y Poole (2000). La contribución propuesta por este trabajo radica en la adaptación de la metodología, al cambiar el foco del proceso de innovación al entorno de innovación. Para que se contemplase todo el entorno, fue necesario incluir un análisis de los comportamientos colectivos organizacionales. Se añadieron cuestiones relacionadas con aspectos de la cultura organizacional, desde la perspectiva de los estudios de Bates et al. (1995). Se aplicó el cuestionario propuesto por el Minnesota Innovation Research Program (MIRP), con 45 preguntas adaptadas al estudio del entorno de innovación, a 349 empleados de una gran empresa del sector metalmecánico. Con la técnica de modelos de ecuaciones estructurales, se probó el modelo presentado por el MIRP, teniendo en cuenta las dimensiones internas y externas del grupo de innovación y los resultados oriundos del entorno de innovación. Posteriormente, se realizó una nueva prueba con la integración de la variable cultura organizacional. Los resultados mostraron que la segunda prueba presentó un mejor ajuste...

Sobre Pessoas e Abelhas: teoria e prática no manuseio do conceito de cultura em contextos gerenciais; About People and Bees: theory and practice in the handling of the concept of culture in managerial contexts

D'Ascenzi, Luciano; Lima, Luciana Leite
Fonte: Universidade Federal do Espírito Santo Publicador: Universidade Federal do Espírito Santo
Tipo: info:eu-repo/semantics/article; info:eu-repo/semantics/publishedVersion; Formato: application/pdf
Publicado em 15/04/2013 POR
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DOI: http://dx.doi.org/10.13071/regec.2317-5087.2012.1.1.4026.95-121On people and bees. Theory and practice in usage the concept of culture in managerial contexts: We applied comparative method between culture and organizational culture concepts, each one, originated in the anthropology and in the general theory of administration, respectively. This dialogue explains theoretical differences and application’s particularities, possibilities and limits from each different concept, when in practical situations. It suggests complementing the functionalist approach from administrative hegemonic approaches, with other conceptual elements present in the local structures of the action contexts. Finally, we suggest a way of doing it, effectively, through some theoretical and methodological development incorporation from social sciences which has demonstrated, through empirical research, the possibility of seizure the cultural dynamics in the most diverse study locus. It sets up, then, in a collaborative effort among several areas of applied social sciences.; DOI: http://dx.doi.org/10.13071/regec.2317-5087.2012.1.1.4026.95-121Trata-se de uma abordagem comparativa entre os conceitos de cultura e cultura organizacional, cada qual originado na antropologia e na teoria geral da administração respectivamente. Esse diálogo explicita as diferenças teóricas e as particularidades...